MINISTRY OF EDUCATION AND TRAINING HO CHO MINH UNIVERSITY OF FOREIGN LANGUAGES – INFORMATION TECHNOLOGY DEPARTMENT OF TOURISM – HOSPITALITY Dissertation Topic: ANALYSIS OF WORK MOTIVATION FACTORS OF GENERATION Z IN HOSPITALITY INDUSTRY – CASE STUDY IN HO CHI MINH CITY Department: Tourism – Hospitality Major: Hospitality Administration Student: Phạm Minh Trung Student’s code: 16DH107074 Class: KS1602 Advisor: Thai Quang Vinh.A Ho Chi Minh City , August 22, 2020 MINISTRY OF EDUCATION AND TRAINING HO CHO MINH UNIVERSITY OF FOREIGN LANGUAGES – INFORMATION TECHNOLOGY DEPARTMENT OF TOURISM – HOSPITALITY Dissertation Topic: ANALYSIS OF WORK MOTIVATION FACTORS OF GENERATION Z IN HOSPITALITY INDUSTRY – CASE STUDY IN HO CHI MINH CITY Department: Tourism – Hospitality Major: Hospitality Administration Student: Phạm Minh Trung Student’s code: 16DH107074 Class: KS1602 Advisor: Thai Quang Vinh.A Ho Chi Minh City, August 22, 2020 COMMITMENT I commit “Analysis of Work Motivation Factors of Generation Z in Hospitality Industry” is my research. I spent much effort to complete this study during I have learned in HUFLIT. I also referred to some original documents under the guidance of Master Thái Quang Vinh – Lecturer of Tourism – Hospitality Department of HUFLIT. All of the presented statistics and results of the study were conducted by myself.
They were not published in any studies or publications before. If there are any copy results, I will take full responsibility for my dissertation. ACKNOWLEDGMENT A completed study would not be done without any assistance. Therefore, the author who conducted this research gratefully gives acknowledgment to their support and motivation during the time of doing this research as a requirement of completing my Degree in Hospitality Management.
First of all, I would like to express my endless thanks and gratefulness to my supervisor Master Thái Quang Vinh. His kindly support and continuous advices went through the process of completion of my dissertation. His encouragement and comments had significantly enriched and improved my work. As a part of the thesis: “Analysis of Work Motivation Factors of Generation Z in Hospitality Industry - Case Study In Ho Chi Minh City”, my study has been done by the contribution of all relevant students in Tourism – Hospitality Department of Ho Chi Minh City University of Foreign Language – Information Technology.
I also acknowledge my thankfulness to all respondents and administrator’s Hoteljob group and 5 Star Hotel Job group where data would be collected. I would like to state my thanks to Ho Chi Minh City University of Foreign Language – Information Technology were supplied crucial information about graduation thesis and supported me to complete my degree. As of last, my deepest thanks come to all my friends during the time I study in HUFLIT. Their kindly help, care, motivation gave me strength to accomplish my graduation paper.
The author Phạm Minh Trung ADVISOR’S COMMENT Commitment on the graduation paper of Pham Minh Trung – the student of HUFLIT with the topic “Analysis of Work Motivation Factors of Generation Z in Hospitality Industry - Case Study In Ho Chi Minh City” under the instruction of MA. Thai Quang Vinh – HUFLIT lecturer as follow: 1. Setting clearly the specific objectives and topic having the creativity and applicability. Methods of implementation / analysis / structure: Reasonable and reliable based on theory; having appropriate analysis and evaluation, novelty and creativity.
Result of implementation / result analysis and evaluation: Being consistent with objectives / reasonable structure; creativity / ensuring the reliability. Conclusion and suggestion: Being consistent with the set problems, innovative and practical suggestions, a new contribution to the discussion with creativity and persuasive proposal. Honesty in citing references; relevance of cited documents according to the APA style. The report meets the requirement of graduation paper for a Bachelor and is allowed to defend paper.
Ho Chi Minh City, … / … / … The mentor M.Thai Quang Vinh EXAMINER’S COMMENT. TABLE OF CONTENT LIST OF ABBREVIATIONS. i LIST OF TABLES. ii LIST OF CHARTS AND FIGURE.
Reason for choosing the topic. Working motivation in hospitality industry. Overall Research Approach. The official scale.
Year of birth. Scale reliability analysis. Exploring the scale structure by EFA method. New scale after EFA analysis.
Cronbach’s Alpha test after EFA analysis. Testing the suitability of research model. Linear regression analysis. 47 DISCUSSION AND RECOMMENDATION.
The factors effect on work motivation Generation Z in the hospitality industry. Limitation of the study. Recommendation for further research. Year of birth.
Scale reliability analysis. Work – Person scale. Work – Related scale. Out – of – work scale.
Work motivation scale. EFA analysis 1st time. EFA analysis 2nd time. Scale reliability after EFA analysis.
Work – Related scale. Regression standardized residual. 80 LIST OF ABBREVIATIONS Number Abbreviation Origin 1 HCMC Ho Chi Minh City 2 EFA Exploratory factor analysis 3 KMO Kaiser – Meyer – Olkin index 4 SPSS Statistical Package for the Scocial Sciences 5 VIF Variance inflation factor Ho Chi Minh University of Foreign Language – 6 HUFLIT Information Technology Page | i LIST OF TABLES Table 2. Factors and clusters of motivation.
Ranking of motivational factors with respect to future work. The adjusted scale. Official scale and coding. Descriptive statistics of observed variables.2 Cronbach’s Alpha of work – person scale.
Coefficient correlation of work – person scale.Cronbach’s Alpha of work – related scale. Coefficient correlation of work – related scale. Cronbach’s Alpha of achievement scale. Coefficient correlation of achievement scale.
Cronbach’s Alpha of relationship scale. Coefficient correlation of relationship scale. Cronbach’s Alpha of out – of – work scale. Coefficient correlation of out – of – work scale.
Cronbach’s Alpha of work motivation scale. Coefficient correlation of work motivation scale. Cronbach’s Alpha of study scales after EFA test. Dimension correlations between 5 factors and work motivation.
Standardized coefficients and collinearity statistics. Hypothesis testing result. 49 Page | ii LIST OF CHARTS AND FIGURE Chart 3. Data analysis process.
The percentage of gender participated in survey. The number of the year of birth participated in the survey. The portion of the educational organization joined in the survey. The number of laborers' work experience participated in the survey.
The percentage of work position participated in the survey. A brief model of factor clusters. The official research model. The completed research model.
Histogram of regression standardized residual. Normal p-p plot of regression standardized residual. Scatterplot of regression standardized residual. 52 Page | iii ABSTRACT A lot of studies have been conducted for finding Generation Z’s characteristics and their work performance in the hospitality industry.
However, these studies do not analyze and demonstrate the correlation between Generation Z’s work motivation factors and their work performance. In addition, these studies also do not point out the work motivation factors effect on Generation Z’s work motivation and work performance in hospitality industry. Generation Z is a huge labor force which contribute lots of successes in hospitality industry in the future. Clearly, enhancing work motivation of Generation Z is a crucial thing – is a common challenge faced by hotel managers and hospitality enterprise.
Therefore, this study surveyed 198 candidates who are studying or working in universities or hotels in Ho Chi Minh City to determine what most factors would impact on Generation Z’s work motivation. In addition, the study determines the correlation between Generation Z’s work motivations. After that this dissertation provides some recommendations for future research and hotel managers. This analysis supplies general and valuable information about Generation Z's work motivation that hospitality organizations should implement in reality.
The tourism and hospitality industry is a key driver of the global economy. According to World Travel & Tourism Council (2019, p.1) reported that tourism and hospitality are contributing 10.4% of global GDP and creating 319 million jobs. This equates to 1/5 of all global net jobs created over the last five year within Travel & Tourism factor. Hospitality industry closely relate to customer service disciplines.
Clearly, customers seek a hotel or a resort or other entertainment institutions that they want to relax and enjoy high qualify of serving from staffs. Undoubtedly, hospitality management need to recruit a lot of employees to meet customers’ demand. Evidently, employees, directly contact with guests, play a crucial role in imparting and serving the customers. As a result, Omar A.
Jawabreh and Mohammad Nayef Alsarayreh (2017) demonstrated that wokforce in hotel management play a vital role: Human resource management is considered one of the important managerial functions as it concentrates on the human factor which is the most valuable managerial resource and the most effectual ever on productivity. 389) According to Omar A. Jawabreh and Mohammad Nayef Alsarayreh (2017, p. 389) believed that human resource management is a core value in most hotel institutions that finds to spur organizational abilities, to authorize hotels to recruit and prepare the required proficiency that are able to confront the current and future challenges.
In Vietnam, according to 2015 statistics, the total revenue from tourism reached VND 338,000 billion; Direct contribution of 6. In addition, Luu Duc Ke (2016) pointed out tourism and hospitality discipline has created occupation for over 2.25 million people, more than 750,000 direct laborers. Page | 2 Undoubtedly, this strong guessed thriving opens up a lot of hospitality jobs highlighting the vital demand for competent and well trained hospitality graduates who will be of value to the future of hospitality industry.C (2019) stated that Vietnam's tourism - hotel industry is dealing with threaten of serious "hunger" of human resources: Every year, universities in Vietnam receive and train tens of thousands of bachelors, but only 1/3 of them meet the criteria set by the industry. Up to now, the number of hotel and travel employees only accounts for 2.5% of the total workforce in the country while the industry size needs more than that.
Robinson et al. (as cited in Edmund Goh & Cindy Lee, 2018, p. 20) believed that human resource managers have adjusted their understanding of employee expectations as a crucial factor of job connection rather than job turnover intentions. However, appealing qualified labor in hotel management discipline is still a problematic in Ho Chi Minh City.
Roy Ballantyne et al. 1) showed that the number of articles in top 12 tourism and hospitality journals are 2868, however, only 2% related to human resource management. This statistic represented that workforce management research still was in minority of scale. Another point to mention is that Solnet et al.
10) said that senior staffs will be compeled to work longer time by pension crisis and financial pressure. By contrast, Solnet et al. 10) also gave an opposed opinion that the older workers usuanlly reject to work overtime and work in extreme conditions, on the other hands, young generations can adapt to hard conditions and meet organization demand’s 24/7 and 365 days. Although there are numerous researches studying about skill, attitude and knowledge elements of Baby Boomers (1945- 1964) (Paxon, 2009, as cited in Edmund Goh & Cindy Lee, 2018, p.
21), Generation X (1965–1979) (Zemke et al., 2000, as Page | 3 cited in Goh & Lee, 2018, p. 21), and Generation Y(1980–1998) (Cennamo and Gardner, 2008 as cited in Goh & Lee, 2018, p. However, the number of research relate to Generation Z in hotel management was still in minority. Undeniably, this generation is play a crucial role in many hotel, restaurant and others entertainment organizations.
Generation Z supply for hospitality a vast and energetic labor resource. Last but not least, because of the limited studies investigate about traits’ generation Z and their work motivation so the hotel managers do not have enough theoretical basis. Evidently, they cannot deal with a high turnover of Gen Z. As a result, the objective of thesis that find out specific characteristics of Gen Z.
In addition, this paper will contribute cornerstone for managers or hospitality organization.
